How to build a holistic view (and roadmap) of the talent management practices that will make your people strategy come to life.
Congratulations! You’ve connected the dots between your corporate strategy and your people with a seriously awesome people strategy. But now you have to translate that strategy into real actions and talent practices. Where do you start?
- What talent practices does our people strategy call for?
- What talent practices do we have today? What’s missing?
- Where should we invest? And in what order?
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Now you know how durned important a people strategy is. But now it’s time to take that strategy and build a holistic view of the talent management practices that will make it a reality.
(For us a holistic view means finding the win-win – great talent solutions for your people AND your organization).
When thinking about your talent practices, ask yourself:
- What does your people strategy require of your talent practices? First, let’s look at the big picture. Your people strategy outlines how your people practices will support your business strategy. Now you need to define what talent processes and enablers will advance your people strategy– in other words, what talent management investments and practices will best bring that people strategy to life. Always keep that big picture in mind, and don’t let sexy distractions like fancy new software or glitzy things-of-the-moment lead you contrary to your strategy.
- Where do your talent practices stand today – and what’s next? Now, take a good hard look at each of your talent practices, and rate yourself on how well each of those talent processes support your strategic goals – you know, that big picture your people strategy has painted. What do you already do well? How do you compare to leading practices? What gaps do you have between your current state and your desired future state?
- Where should you invest? And when? You know your gaps now, so it’s time to make a roadmap for what you’re actually going to do. But let’s be honest, you can’t do it all at once. Trust us, you need to prioritize.Take a deep breath, take another step back, and decide what talent initiatives are most important, now, to achieving those strategic goals.
Then, put it all together: first paint the big picture (your strategy), then get a good understanding of where you are – and where you need to go, and then build your roadmap to connect all the dots.
Tip: remember, to succeed, this must be an organization-wide talent strategy, not just an HR initiative. It needs to be championed by management and the executive team.
Missed the first five parts of the series?
Part 5: your people are where it’s at. but do you have a people strategy for them?
Part 4: how to make sure your structure is built for good, not evil.
Part 3: a culture-powered strategy eats pretty much anything it wants – like the competition.
Part 2: it’s better to be aligned to an OK strategy than to have a great strategy that nobody’s aligned to.
Part 1: toto, we’re not in a high-growth economy anymore.
PeopleFirm is a management and HR consulting firm dedicated to helping you achieve that ultimate win-win: inspired people driving inspiring performance. We focus on effective tools, measurable outcomes, real results, and getting your people out of their seats and engaged in your company’s growth.
We use people strategy, talent management, organizational performance, and change management, to help you partner with your people to build an organization that excels in today’s new world of work. People are your last competitive frontier. Make them count.
Your people = your success.